The country’s biggest federation of unions the Trade Union Congress of the Philippine-Nagkaisa (TUCP-Nagkaisa) and the Pinoy Plus HIV positive community is urging Department of Labor and Employment (DOLE) Secretary Rosalinda Baldoz to conduct labor compliance inspections in all salons of celebrity hairstylist Ricky Reyes earlier accused of terminating an employee allegedly after learning he has HIV.

“After receiving numerous complaints from other salon employees, we are urging Labor Secretary Baldoz to conduct compliance visit to all beauty parlors owned and operated by Ricky Reyes to determine if all his company is complying with the lawful wages, mandated monthly payments to SSS, Philhealth and Pag-ibig premiums. This serves as our complaint and the basis for the DOLE to conduct inspections,” said Alan Tanjusay, TUCP-Nagkaisa spokesperson.

Reyes’ former employee and HIV positive Rene Nocos, 47, came out in the public June 30 and accused his former employer with alleged discrimination, unlawful termination, under payment of wages and 13th month pay and non-payment of social welfare benefits since his employment as all-around hair stylist 10 years ago.

Nocos claimed he was fired by Reyes upon learning he has HIV on February 28 last year despite doctors’ certifications that he is fit to work. He charged Reyes with the multiple labor violations at the National Labor Relations Commission (NLRC).

Meanwhile, HIV positive support group Pinoy Plus Association Inc. expressed support to Nocos. “We are standing behind Rene in his struggle against discrimination and illegal dismissal. We are normal people who also have the right to live and work to support our family and contribute to the progress of the country. People who have HIV have the same capacity and all the right as anybody else. We don’t deserve with discrimination,” the statement said.

Tanjusay said they are invoking the visitorial and enforcement powers of the Secretary of Labor to conduct inspection of workplace establishments under Article 128 of the Labor Code through its Labor Law Compliance Officers (LLCO) using assessment checklist.

Non-compliance establishments are given 10 calendar days within which to correct deficiency with general labor standards.